47 of 48
Cohort 1 managers completed the leadership potential assessment
3 weeks
To complete the full Cohort 1 assessment project
2
Cohorts run through the Career Development Program so far
left unmeasured by traditional appraisal and promotion routes, especially for women
Untapped talent, siloed by division
Retention risk, hidden potential, and silos across Ricoh UK's divisions
Ricoh UK, a leading printing technology and digital solutions provider, was working through organizational transformation and facing talent retention challenges across its divisions. Existing routes to spotting leadership potential relied heavily on manager nomination and appraisal, leaving hidden potential unidentified, particularly among female employees, and cross-functional expertise trapped inside departmental silos.
Without a consistent standard for identifying potential, Ricoh UK risked losing people it could have developed and promoted from within, and had no reliable way to compare potential fairly across divisions and career streams.
A consistent standard for spotting leadership potential
One assessment, three career streams, and a dashboard view across every division.
Saville worked with Ricoh UK to design a two-cohort Career Development Program built around a single, consistent assessment. Every manager completed a personality-based questionnaire, scored against three career streams: Professional, People and Pioneering, giving Ricoh UK one comparable view of potential across all its divisions.
High-potential managers moved into secondments and job-swap opportunities to test and stretch their capability in practice. Everyone else received an individual Career Potential Development Report, with targeted guidance on where to focus their own development next.
The Leadership Potential Dashboard brought the results together, letting Ricoh UK compare potential by division and by gender, and surface the strength themes behind it, to build evidence-based development programs rather than rely on nomination alone.
Assess every manager the same way
A personality-based assessment scores every manager's potential against three career streams: Professional, People and Pioneering.
Open real development opportunities
High-potential managers move into secondments and job swaps; everyone else gets an individual Career Potential Development Report.
See potential by division and gender
The Leadership Potential Dashboard compares results by division and gender, surfacing strength themes to inform development programs.
Cohort 1 managers assessed for leadership potential, in three weeks
A clearer, fairer view of leadership potential
Ricoh UK can now see leadership potential the same way, across every division and every stream.
Participants valued the organization's investment in them and came away with insights into their own potential. The approach emphasized surfacing female talent through fair, objective measurement, rather than leaving it to informal nomination.
A data-driven methodology, run on the Saville Oasys platform, eliminated manual scoring and accelerated results, and the predictive tool identified leadership potential more accurately than Ricoh UK's traditional methods. Internal talent mobility directly addressed voluntary attrition, reducing external hiring expense.
“We now have the data to identify, champion and develop that potential.”
Marco Pezzani
National Customer Service Director, Ricoh UK
Leadership potential, before and after
How Ricoh UK identified, developed and tracked leadership potential across every division.
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